Hiring Support Workers: Expectations VS Reality

When it comes to hiring support workers, many employers have certain expectations in mind. They envision finding the perfect candidate who will seamlessly fit into the team, bring valuable skills, and experience, and provide exceptional support. However, the reality of the hiring process often presents a different picture. Let’s explore some of the common expectations employers have when hiring support workers and shed light on the realities they might encounter. By understanding these differences, employers can better navigate the hiring process and set realistic expectations.

Expectation 1: Finding the Perfect Candidate

One common expectation when hiring support workers is finding the perfect candidate who meets all the requirements and possesses the ideal skills and experience. Employers often envision someone who fits seamlessly into the team, understands their organisation’s values, and is ready to hit the ground running.

Reality:Whilst it is essential to have clear criteria when hiring, finding the ‘perfect’ candidate can be challenging. The reality is that every candidate will have their strengths and areas for growth. Instead of seeking perfection, employers should focus on identifying candidates who possess the core competencies necessary for the role (which can easily be identified by running a “Hirey Search”) and demonstrate the potential to learn and grow within the organisation.

Expectation 2: Immediate Impact and Productivity

Employers often expect new support workers to make an immediate impact and demonstrate favourable outcomes from the day of commencement. They anticipate that the newly hired employee will require minimal training or supervision to seamlessly integrate into a community-based program or person’s day to day schedule.

Reality: The reality is that even skilled support workers require some time to adjust to their new role and work environment. Each organisation has its own processes, systems, and culture that the employee needs to become familiar with. Employers should provide proper onboarding and training to support workers, perhaps even support them through buddy shifts with current workers within the community or participant’s program, allowing them to acclimate and understand their responsibilities and initiate rapport. Realistic timelines and expectations for productivity should be set, keeping in mind that it takes time for support workers to reach their full potential.

Expectation 3: Perfect Cultural Fit

Employers often expect support workers to align perfectly with the organisation’s culture and values. They hope to find candidates who not only have the required skills but also seamlessly integrate into the existing broader team dynamics.

Reality: While cultural fit is essential, seeking identical replicas of existing team members can limit diversity and fresh perspectives. Instead, employers should focus on hiring individuals who share the organisation’s core values and have the potential to adapt and contribute positively to the team. Emphasising inclusivity and a growth mindset can help create a more diverse and dynamic work environment.

Expectation 4: It is guaranteed that support workers will stay with the organisation for an extended period.

Employers hope that once they hire support workers, they will stay with the organisation for an extended period. They invest time and resources in the hiring process, aiming to build a stable and committed team in an effort to achieve continuity of care and overall client satisfaction.

Reality: Staff turnover is a common reality in many industries, including within the Aged and Disability sectors. Factors such as personal circumstances, career growth, or unforeseen changes can lead to employee turnover. Employers should anticipate this reality and focus on creating a supportive and engaging work environment that encourages employee retention. Regular feedback, professional development opportunities, and open communication channels can assist in building employee loyalty and reduce overall turnover.

Expectation 5: Employers often expect a seamless transition when hiring support workers.

They hope that the new hire will smoothly integrate into the team and start performing their duties without encountering significant challenges or obstacles.

Reality: Transitions, especially in support work roles, can be complex and challenging. Each individual brings their unique experiences and work styles, which may require adjustments for both the employee and the team. Employers should provide ongoing support and guidance to new workers, allowing them to adapt to their new role and address any challenges that arise. Open and transparent communication between the employee and the employer can help navigate these transitional periods more effectively.

Avoid disappointment when hiring support workers

When hiring support workers, it’s crucial for employers to recognise the gap between their expectations and the realities within the hiring process. By setting realistic expectations, focusing on core competencies and providing ongoing support, employers can find valuable support workers who contribute positively to their teams. Embracing the realities of the hiring process allows organisations to build stronger, more resilient support work teams that can ultimately meet the needs of the individuals and families of whom they work with.

Setting realistic expectations with Hirey

Hirey bridges the gap between employers’ expectations and the realities of hiring support workers by providing access to a vast pool of qualified support workers.

Aged and Disability service providers can identify candidates who possess the necessary core competencies, assess soft skills and cultural fit, onboard new support workers smoothly enhancing support from the outset to ensure long-term success.

Book your free demo and we can explore how Hirey can streamline your hiring process, eliminate guesswork and set realistic expectations when you are hiring support workers.